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From Talent Pools to Pools of Talents

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  • 1. FROM TALENTPOOLSTOPOOLS OF TALENTS22.3.2012 Singapore
  • 2. 1. Who?2. Megatrends3. How they affect on Recruitment4. Talent pools / Talent communities5. Online Communities6. And few words about mobile…7. Q&A
  • 3. Who am I?Serial entrepreneur focusing on businesses in the fieldof recruitment, talent attraction & employer brandingKey businesses: JOBERATE Talent Attraction. Passive Candidates. Global Reach. Local insights. LAB OF APPS / The Next Step Mobilizing Recruitment, redesigning the recruitment process Keen to change the recruitment industry to be GLOBAL TALENT ATTRACTION GROUP way more effective and less Employer Branding, Direct Recruitment boring!
  • 4. FROM PRINT TO ONLINE
  • 5. FROM WEB TO SOCIAL MEDIA http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1
  • 6. FROM WEB TO SOCIAL MEDIA http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1
  • 7. FROM WEB TO MOBILE http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1
  • 8. From Web to Mobile
  • 9. From Web to Mobile
  • 10. FROM EMAIL TO SOCIAL http://www.businessinsider.com/why-your-company-is-screwed-if-you-dont-go-social-2012-3?op=1
  • 11. EVEN IN BEHAVIORAL CHANGES
  • 12. SOCIAL MEDIA ERA FROM ”HARD TO REACH” TO ”AVAILABLE EVERYWHERE” ON DIGITAL SPACE CHANGING Active Social Networkers THE WORLD OF BUSINESS Canada Russia 11.72M 26.1M UK 19.27M China Germany 155.3M USA 18.8M 114.55M Japan Italy 13.66M 12.7M India Mexico 35.08M 12.8M Malaysia Indonesia 11.5M 18.9M Brasil 33.49M VIRAL FAST Australia 7.1M ACTIVE SOCIAL NETWORKERS AND TRANSPARENT*By Global Webinex
  • 13. IS SOCIAL RECRUITING REAL?
  • 14. SOCIAL RECRUITING IS REAL COMPANIES USING SOCIAL MEDIA TO RECRUIT Social recruiting has become a 9.3% 8.7% 13.7% mainstream channel for companies that are hiring, with 88% now using or planning 80.2% 73.3% 68% to use social media for recruiting. 2009 2010 2011 Have you successfully hired through social media? Currently use Planning to begin 64% say YES 36 % say NOhttp://www.globalrecruitingroundtable.com/2011/09/12/80-of-all-companies-use-social-media-to-recruit/#.TwwoC28jF2A
  • 15. AND IT IS REALLY FRAGMENTED
  • 16. KEY FINDINGS FROM THE TALENT MARKET Situation: What it means:1. Most of the best candidates are not 1. You cannot reach the right people by using actively looking for a job only traditional recruitment media channels (e.g. job boards) or building talent communities
  • 17. SO THE Q IS: HOW TO ACTIVATEPASSIVE TALENTS? http://talent.linkedin.com/blog/index.php/2011/12/passive-candidates-accelerate/
  • 18. WHAT ISATALENTPOOLORTALENTPOOL 2.0AKATALENTCOMMUNITY?
  • 19. TALENT COMMUNITYBASED ON WIKIPEDIAThe benefits have been similarly stated as:1. Qualified candidates at a recruiters fingertips
  • 20. TALENT COMMUNITYBASED ON WIKIPEDIAThe benefits have been similarly stated as:1. Qualified candidates at a recruiters fingertips2. Less dependence on ineffective job boards
  • 21. TALENT COMMUNITYBASED ON WIKIPEDIAThe benefits have been similarly stated as:1. Qualified candidates at a recruiters fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements
  • 22. TALENT COMMUNITYBASED ON WIKIPEDIAThe benefits have been similarly stated as:1. Qualified candidates at a recruiters fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates
  • 23. TALENT COMMUNITYBASED ON WIKIPEDIAThe benefits have been similarly stated as:1. Qualified candidates at a recruiters fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates5. Better quality of applicants to job openings
  • 24. TALENTCOMMUNITIESARE MADE UPOF THENORMALDISTRIBUTIONOF PEOPLE
  • 25. TALENT COMMUNITYBASED ON WIKIPEDIAThe benefits have been similarly stated as:1. Qualified candidates at a recruiters fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates5. Better quality of applicants to job openings6. Creation of a talent pipeline for future job openings
  • 26. “JOB SEEKING IS ANEVENT, NOT ANINTEREST”Gareth Jones
  • 27. TALENT COMMUNITYBASED ON WIKIPEDIAThe benefits have been similarly stated as:1. Qualified candidates at a recruiters fingertips2. Less dependence on ineffective job boards3. Less money spent on job advertisements4. Increased interaction with potential candidates5. Better quality of applicants to job openings6. Creation of a talent pipeline for future job openings7. Attraction of passive candidates
  • 28. TALENT COMMUNITIES ATTRACTACTIVE CANDIDATES PEOPLE PEOPLE INTERESTED WHO HAVE IN YOUR THE FIRM SKILLS
  • 29. SO YOU REALLYSHOULDN’T BUILDNEITHER TALENTPOOLS NORTALENTCOMMUNITIES.
  • 30. KEY FINDINGS FROM THE TALENT MARKET Situation: What it means:1. Most of the best candidates are not 1. You cannot reach the right people by using actively looking for a job only traditional recruitment media channels (e.g. job boards) or building talent2. Most of the potential candidates are communities active in online channels (social media) 2. You have to find which channels they are in3. Receiving a huge amount of unqualified 3. Targeted to the right audience to avoid CV applications from the generic channels spam and build a knowledge amongst relevant ones
  • 31. Focus on (Authentic) CommunitiesTO FIND THE TALENTS!
  • 32. FEW LIVE EXAMPLES… www.joberate.com
  • 33. LEVERAGESOCIALSHAREANDREFERRALS –PEOPLEARE MORECONNECTED THANEVER!
  • 34. KEY FINDINGS FROM THE TALENT MARKET Situation: What it means:1. Most of the best candidates are not 1. You cannot reach the right people by using actively looking for a job only traditional recruitment media channels (e.g. job boards) or building talent2. Most of the potential candidates are communities active in online channels (social media) 2. You have to find which channels they are in3. Receiving a huge amount of unqualified 3. Targeted to the right audience to avoid CV applications from the generic channels spam and build a knowledge amongst relevant4. Long and expensive process of filling the 4. Social media created “fast and cheap” role alternatives to expensive headhunters and recruitment agencies5. Passive candidates don’t apply from the first time they hear about the company or 5. You have to be constantly active, build easy posItion ways to engage and learn more about your company, resulting into a created “talent pool” in each relevant channel
  • 35. FROM REACTIVE TO PROACTIVEIf You Wait Until You Need to Hire, It’s AlreadyTOO LATE.---------Map your talents and start buildingyour TALENT PIPELINE today!
  • 36. EASY STEPS TO FOLLOW:1. Know where your talents are2. Know how to engage with them3. Focus on your Employer Brand: How to attract effectively?4. Content is still the king – they will need to know why and you better deliver outstanding answer…5. Build easy ways to engage - different ways and levels of engagement!
  • 37. BE CREATIVE !
  • 38. CONTENT STRATEGY1. Personal / Targeted = Relevant2. Engaging – Different Level of Engagement3. 24/7 and multichannel4. Accelerate REFFERALS4. Easy and Mobile Friendly Recruitment Process6. Transparency7. Gamification elements – Recruitment doesn’tneed to be boring!
  • 39. BUT REMEMBER THAT INTHE END OF THE DAYRECRUITMENT ISSIMPLY ASALES PROCESS THATCAN ONLY BE SUPPORTEDBY MARKETING!
  • 40. SO YOU BETTER CALL UP WHEN THE TIME IS RIGH!
  • 41. P.S. BUILD YOURMOBILE RECRUITMENT STRATEGY NOW IF YOU DON’T HAVE ONE YET!
  • 42. AND DON’T JUSTCOPY PASTEWHAT YOU HAVEIN YOUR WEBPAGE! It’s not how it works...
  • 43. RECRUITMENTWAS BORING!
  • 44. Thanks for your attention! @AkiKakkowww.linkedin.com/in/akikakko Aki@joberate.com